Evaluations are designed to help people know what is expected of them in their positions and to gain a sense of how well they are meeting those expectations. Clerical and technical staff evaluations are conducted annually at a predesignated time (during the anniversary month of their employment or a pre-determined department evaluation period). You and your supervisor both need to have a clear idea of what the expectations are for you in fulfilling the duties of your position.
Many people find that setting goals and objectives are helpful. Likewise, you have the right to ask your supervisor at any time how you are doing in your position. Hopefully, you are receiving some feedback as the year progresses and not just during the annual evaluation.
University Human Resources has developed an instrument which is designed to assist managers in conducting a good evaluation. Also, there is training available for supervisors in areas such as goal setting and performance management.
Once you receive your evaluation, you may respond to any comments made on your form. If you feel there are misunderstandings or comments which warrant an explanation, you may respond in writing. Signing your evaluation solely indicates that you and your supervisor have discussed your performance; it does not mean that you necessarily agree with the statements or ratings given.
If you would like to read about the procedures for the Performance Evaluation for Non-Bargaining Unit Classified Employees, which includes the process of formally appealing your evaluation, go to OU Policy and Procedure 40.042. If you would like to discuss your particular situation, you may contact the Ombudsperson or University Human Resources.
If you feel you have been treated unfairly or would like to discuss your particular situation, feel free to contact the Office of the Ombudsperson.